Gender Balance in the Workforce 24 th January

Gender Balance in the Workforce 24 th January 2013 David Micallef Country Head Luxembourg Information Security Identification: Confidential Jyoti Chopra Global Head of Diversity and Inclusion

Gender Statistics and Senior Women in BNYM 2 Information Security Identification: Confidential

Diversity and Inclusion | Local Facts, 2012 Board Membership 20% women (1 of 5) 60% women (3 of 5) Senior Management Total Staff 47% women (8 of 17) 3 Executive Ctte 40% women (110 of 273) Information Security Identification: Confidential

Diversity and Inclusion | Global Facts, 2012 BK Executive Committee 19% women 59% increase in number 26% of BK Managing Directors world-wide are women 27% increase in number 37% of BK Vice Presidents world-wide are women 46% of BK employees of women on EC/OC and ROCs over past 3 years of people from ethnic/racial minority backgrounds on EC/OC and ROCs over past 3 years work for a business or business partner group led by a senior female officer 1 27% of current OC 86% of Regional OC 305 executives born and raised in 36 countries make up members were born or raised outside the US EC = Executive Committee; OC = Operating Committee; ROC = Regional Operating Committee 4 our EC/OC and Regional Operating Committee (ROC) membership

Senior Positions held by Women in Luxembourg Women act as the business head’s of the following functions with responsibility over 80% of our staff base: Audit Compliance Alternative Asset Servicing Operations Corporate Trust Services Fund Accounting and Tax Transfer Agency Legal Human Resources Custody Oversight Staff Delegation 5 Information Security Identification: Confidential

Examples of Senior Positions held by Women Globally Karen Peetz – President of BNY Mellon Corporation Jane Sherburne – SEVP, member of Executive Ctte and General Counsel of BNY Mellon Corporation Lisa Peters – SEVP, member of Executive Ctte and Chief Human Resources Officer Helena Morrisey CBE – CEO of Newton Asset Management and founder and Chair of 30 Percent Club in UK. Nadine Chakar – Former Head of Global Investor Services and now spearheading the Bank’s Derivatives 360 product Brenda Trenowden – Head of UK & Ireland Global Client Management President of City Women’s Network Rosemary Kreisel – CEO of BNYM Hong Kong and President of WIN Asia Sheena Wilson – Global Head of Talent Strategy 6 Information Security Identification: Confidential

Specific Women’s Based Initiatives 7 Information Security Identification: Confidential

Specific local initiatives aimed at promoting women’s equal contribution to the workplace During the course of the year we normally carry out the following initiatives: International Women’s Day Celebration – breakfast with a Rose sale. Proceeds of which usually go to a women based theme charity such as Femmes en Détresse. Coffee experience - sessions with senior female leaders from the other parts of the global organisation. International cultural events. Pink and Blue day with proceeds for wearing pink or blue clothing going to charity. Progressive Maternity and leave policies Promotion of work/ life balance initiatives 8 Information Security Identification: Confidential

Global initiatives aimed at promoting women’s equal contribution to the workplace Recruitment and talent/ leadership development Succession planning Sponsorship and mentoring Global Women’s Network (WIN) and Bowstring Career Expos Affinity Networks Health and Wellness initiatives Women’s Forums, led by Senior Exec Ctte level role models 9 Information Security Identification: Confidential

Affinity Networks and Returning Military Business Resource Group | Snapshot Growth in our Affinity Networks has been exponential over the past four years 39 Chapters in 6 countries in 2009, to 118 chapters in 20 Countries in 2012. WIN IMPACT Prism Multi-Cultural LGBT 18 chapters 2, 273 members 23 chapters 1, 050 members Women 56 chapters 3, 663 members HEART Disabilities 19 chapters 1, 204 members Returning Military Business Resource Group USA and UK Note: Metrics as of December 2012; the concept of ‘membership’ does not exist outside the U. S. so actual participation rates are much higher 10

Diversity Awards and Recognition in 2012 | Examples Corporate Equality Index Perfect 100% score (achieved the past six years) Group Moraru Sarl Top Company for Gender Equity in Luxembourg Top 25 Women of Power Impacting Diversity 11 Top 50 Employers for Women in the UK Corporate Executives of the Year Harlem YMCA The 25 Most Powerful Women in Banking Black Achievers in Industry Award Karen Peetz, President Excellence in Practice Champion Award Helena Morrissey, Newton CEO Pro Bono Institute Laurie D. Zelon Pro Bono Award

The Business Case for Diversity at BNY Mellon. . . 1 2 Clients are demanding innovative solutions and outstanding performance, and are increasingly seeking diverse engagement teams. Diverse groups of people generate more ideas and deliver more robust solutions, leading to greater success. 3 12 BNY Mellon conducts business and delivers services across multifunctional, geographic and jurisdictional borders. People across the company must be able to work effectively in cross-cultural teams and move seamlessly across borders to service client needs. Top talent gravitates towards leading world class organizations where they believe they can achieve their greatest potential. To become the preeminent employer of choice for the most desired talent, BNY Mellon requires a diverse and inclusive environment at every level and across all businesses and geographies.

. . . and potential impact to the bottom line Fuels creativity, inspiration and innovation through diversity of thought, ideas, perspectives, backgrounds, and experiences Increases global market share and client loyalty Stimulates workforce mobility, agility, and leads to talent retention Fosters organizational interdependence, connectivity and synergy Drives stakeholder and employee engagement and satisfaction 13 Global Diversity and Inclusion Enhances brand reputation in the marketplace Facilitates cross-border teamwork and delivery of services through diverse client service teams Positions BNY Mellon as a premier employer of choice and a magnet that attracts top industry talent

Our enduring vision and aspiration for Global Diversity and Inclusion: To promote an inclusive and respectful environment that leverages diversity and differences, and recognizes and advances top talent through a culture of meritocracy.

Our challenge to you Is your company doing enough to: Consider the following: Take the time to understand the issue and develop specific actions to support women in the workplace Put equality at the top of your company’s agenda Educate all employees on the challenges and barriers that women face in some environments Develop a clear business case Invest in development programmes for high potential leaders/ future leaders Ensure that gender balance is recognised as a significant factor to improving company performance Appoint a Women’s Ambassador within your organisation Include male champions to lead and spearhead initiatives 15 Information Security Identification: Confidential Establish Women’s forums